Getting my Leadership Team on the Same Page
The Case
A senior leader asked the following question. “Why is it that senior leaders compete with each other rather than support each other? This behaviour trickles down to their teams, which is destructive for our business. How do I get them on the same page?”
The Character Approach
Intention is the starting point. What are the beliefs, goals and values of the senior team? You believe that if they work together, that will be good for all concerned. But what do they believe?
From a values perspective how do they believe they should treat each other? It seems so obvious that people of integrity would work together. Not only is it the right thing to do, but it is better for everyone and the business. Yet, 88% of all employees believe that there is a need for “moral leadership” among the most senior levels in their organization.
In a survey by Robert Half, 75% of employees ranked “integrity” as the most important aspect of a leader.*
This results underlines the importance of Character Intelligence.
Let’s continue to delve into how our internal narratives shape our behaviour.
Thoughts: Leaders often have a continuous inner dialogue that influences their decision-making process. It’s important to be aware of these thoughts and question their validity. Are they based on facts or assumptions? Do they align with the values and goals of the organization?
Feelings: Emotions play a crucial role in leadership. They can provide valuable insights into our values and motivations. However, it’s crucial to manage these feelings to ensure they don’t cloud judgment or lead to impulsive decisions.
Behaviour: The actions we take as leaders are a direct reflection of our intention, thoughts and feelings.
Actions that the leader can take:
- Meet with the senior team to develop expectations of how they work together in specific terms.
· What does supporting each other look like?
· What does undermining each other look like?
· What does “integrity” mean in behavioural terms?
· What to do when the expectations have not been met?
· How to develop supportive and collaborative behaviour among and
between their teams?
· What is their leader’s role in ensuring accountability to these expectations. - Follow up with each direct report individually to coach for performance success.
- Where possible include assessment of this behaviour in the performance management process including formal reviews.
Incorporating the Character Intelligence Framework; Intentions, Thoughts, Feelings, and Behaviours into daily practice can lead to more reflective and effective leadership. It encourages leaders to be mindful of their internal processes and how they impact their interactions and decisions within the organization.
Check out the Character Culture interview on our website for more information.
Click link here to visit our website to watch.
I am taking some time this summer to research, reflect and write.
The next blog will be in the fall.
Best wishes for a wonderful summer.
https://press.roberthalf.com/2016-09-22-What-Is-The-Most-Important-Leadership-Attribute
Kathleen Redmond MA, MCC
kr@centreforcharacterleadership.com
905.478.7962
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